Human resources business partner jobs in Millcreek, PA

*Hybrid setting for the Brooklyn, Queens and Manhattan market* Artificial Intelligence; Advanced Technology; The very best in patient care. With decades of expertise, RadNet is Leading Radiology Forward . With dynamic cross-training and advancement opportunities in a team-focused environment, the core of RadNet's success is its people, with the commitment to a better healthcare experience. When you join RadNet as a Human Resources Business Partner - Manager , you will be joining a dedicated team of professionals who deliver quality, value, and access in the 21st century and align all stakeholders- patients, providers, payors, and regulators to achieve the best clinical outcomes. You Will: Implement HR strategies and initiatives aligned with the overall business strategy Act as a strategic thought-partner for business-led goals and objectives Provides support and guidance to HR Generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise Day-to-day employee relations matters, to include handling of employee disciplinary actions and investigations Promote the organization's philosophy and values; ensure quality in all areas; and encourage teamwork by coaching and providing support in the department and throughout the organization Assistance with, and implementation of, employee engagement initiatives Onboarding of new hires Bridging management and employee relations by addressing demands, grievances, or other issues Plan, monitor, and appraise HR activities by scheduling management conferences with employees, hearing and resolving employee grievances, and training managers to promote effective and consistent performance management Build strong relationships with internal customers, fostering trust and promoting collaboration Contribute as project leader or contributor on various departments and business initiatives Ensure legal compliance by monitoring and implementing applicable HR federal, state, and local requirements If You Are: Passionate about patient care and exercise sound judgement and an ability to remain professional in all situations. You demonstrate effective and professional communication, interpersonal skills, and respect with patients, guests & colleagues. You have a structured work approach, understand complex problems, and you can prioritize work in a fast-paced environment. To Ensure Success in This Role, You Must Have: At least 8 years of HR experience in a corporate environment, previous management experience preferred Comprehensive understanding of state and federal employment laws, including EEO, ADA, FLSA, and FMLA Knowledge of NY Employment Law strongly preferred Understanding of, and experience with, most or all of the core aspects of Human Resource Management (staffing, employee relations, performance management, leadership development, and training) Demonstrated ability to collaborate and influence peers and business partners at all levels Must possess a consultative style and approach with proven ability to develop credible relationships with business partners Must possess strong verbal and written communication skills. Ability to present their point of view in varied business situations Adept to problem-solving and conflict resolution Bilingual in Spanish preferred Ability to travel within the boroughs of NYC as required We Offer: Comprehensive Medical, Dental, and Vision coverage. Health Savings Accounts with employer funding. Wellness dollars 401(k) Employer Match Free services at any of our imaging centers for you and your immediate family.

Physician Affiliate Group of New York (PAGNY) has an opportunity for a Director of Human Resources Operations to its multispecialty medical practice group. PAGNY staffs several municipal hospitals and clinics within New York City through an affiliation agreement with NYC Health + Hospitals. PAGNY's corporate staff provides administrative, practice management, and human resources services in support of its more than 4,000 clinical providers. The mission of NYC Health + Hospitals is to extend equally to all New Yorkers, regardless of the ability to pay, comprehensive health services of the highest quality in an atmosphere of humane care, dignity, and respect. Their Values are built on a foundation of social and racial equity and has established the ICARE standards for all staff. NYC Health + Hospitals is the nation's largest municipal healthcare delivery system in the United States. Dedicated to providing the highest quality healthcare services to all New Yorkers with compassion, dignity, and respect, and regardless of immigration status or ability to pay. Opportunity Details: Provides PAGNY-wide leadership with overall management of the areas of Human Resources (HR) including policy development, performance management, site HR services, and compensation. Oversees HR staff and partners with site Administrators to align policies and procedures, along with services and programs to align with local needs in the context of central goals. Translate the strategic and tactical business plans into HR operational plans. Develop performance management and evaluation systems and processes across all Departments and locations. Manage the HR Information Systems database and reporting for critical analyses of the HR function and people resources. Provide HR metrics and reporting for Senior Leadership and the Board of Directors. Develop and implement the organization's diversity initiatives and strategy to attract, hire, and maintain a diverse workplace. Collaborate with stakeholders to assess the need for, and recommend training initiatives on, cultural competency, gender differences, disability, sexual harassment, and other topics designed to increase awareness and support of equity and inclusion values, while maintaining compliance with applicable laws. Qualifications: Masters' degree in Human Resource Management or equivalent desired Minimum 10 years' related leadership experience Hospital or healthcare field experience is highly preferred Demonstrated performance management and leadership competencies Excellent interpersonal and communication skills Wages and Benefits include: Annual Base Salary: $160,000* - $185,000* based on 40-hour work week. 401(k) Company Contribution (subject to IRS contribution limits): Employees are immediately vested in a 3% company contribution of base earnings. No employee match is required. After one year of service, employees receive an additional 7% company contribution of base earnings. No employee match is required. Generous Annual Paid Time Off (PTO): Vacation and Holiday. Medical, Prescription, and Dental Coverage: Top-tier plans with employee contributions significantly below market rates. Life Insurance and Accidental Death and Dismemberment (AD&D) Coverage: Equal to 2x your salary (up to a maximum of $300,000) provided at no cost to you. Additional employee-paid Voluntary Life and AD&D coverage is available for you and your family. Healthcare and Dependent Care Flexible Spending Accounts (FSAs). Pre-tax employee-paid contributions for commuting expenses. Physician Affiliate Group of New York, P.C. (PAGNY) mission is to provide accountable, responsive, quality care with the highest degree of sensitivity to the needs of the diverse population that lives in our New York community. PAGNY is one of the largest physician groups in the country and directly employs nearly 4,000 physicians and allied health professionals who provide services to NYC Health + Hospitals, the largest municipal health care system in the nation, serving more than a million New Yorkers annually. Our providers are highly skilled professionals with outstanding credentials who deliver the highest level of quality healthcare to patients throughout New York City. Physician Affiliate Group of New York, P.C. (PAGNY) is an equal opportunity and affirmative action employer committed to diversity, inclusion, and equitable hiring practices. We are dedicated to fostering a respectful and supportive workplace where everyone is valued. All candidates are considered based on their individual qualifications, potential, and experience. To learn more about our culture and ongoing workplace practices, please visit our Workplace Culture | PAGNY page. *Salary Disclosure Information: The salary listed for this position complies with New York City's Salary Transparency Law for Job Advertisements. The salary applies specifically to the position being advertised and does not include incentive compensation or benefits. Actual total compensation may vary based on factors such as experience, skills, qualifications, historical performance, and other relevant criteria.

The ideal candidate will act as an employee champion and a leader of change. You will plan, develop, organize, implement, direct and evaluate the organization's human resource function and performance. Responsibilities Provide overall leadership and guidance by overseeing talent acquisition, employee career development, succession planning, retention programs, training and leadership development Function as a strategic, human capital business advisor to the senior management team Develop initiatives, policies and programs to complement existing practices and create consistency across the organization Oversee benefit and compensation plans to ensure cost efficiencies and attractiveness to retain top talent Qualifications Bachelor's degree or equivalent experience in human resources or management 7+ years' of professional HR experience, ideally from a services oriented business, with a combination of corporate and business unit line experience preferred Excellent written and verbal communication skills Ability to multi-task, organize, and prioritize work

The HRBP serves as a trusted partner to operations and leadership teams, supporting all aspects of the employee lifecycle - including recruitment, safety, compliance, policy management, employee engagement, and internal communications. This is a hands-on role ideal for someone who thrives in a fast-paced environment, works independently, and collaborates effectively as part of a small, agile HR team. The ideal candidate is a proactive, relationship-driven HR professional with strong knowledge of New York State labor laws, experience in safety and compliance, and a passion for fostering a positive and productive workplace culture. Responsibilities Serve as the primary HR contact for the Deer Park, NY facility and provide HR support across New York, New Jersey, and Connecticut locations. Partner with business leaders to support recruitment, onboarding, employee relations, and performance management. Develop and maintain relationships with staffing agencies and provide recruitment support across all locations. Assist with maintaining and updating Excel tracking spreadsheets for HR metrics, including diversity, recruitment activity, wellness reimbursements, and other initiatives. Maintain and update the OSHA 300 log and ensure compliance with all federal, state, and local safety regulations. Co-chair the Safety Committee and conduct monthly safety walkthroughs at assigned facilities. Facilitate monthly safety toolbox talks and coordinate quarterly and annual safety training sessions. Co-chair the Social Engagement Team, helping plan and support employee engagement initiatives and events. Coordinate annual HR training programs and ensure completion by employees and management. Develop an operations-based career progression training program to promote growth and career development for the production teams. Maintain, review, and update HR policies, procedures, and other compliance requirements as needed. Support SQF (Safe Quality Food) standards compliance and related training initiatives in partnership with Operations and Quality teams. Provide coaching and guidance to managers and employees on HR policies, benefits, and employee relations matters. Ensure compliance with New York State and federal labor laws across all sites. Maintain accurate and confidential employee files and documentation. Champion company culture, engagement, and well-being programs. Collaborate with the HR team to ensure consistency and alignment in policies and processes companywide. Support the internal communication virtual board by designing flyers, calendars, and special announcements for employees. Qualifications Minimum of 5 years of progressive HR experience in a manufacturing or multi-site environment. Strong knowledge of New York State labor laws and employment compliance practices. Experience in maintaining OSHA logs and managing safety programs. Familiarity with SQF standards or food manufacturing compliance preferred. Experience with policy development, updates, and compliance training. Experience leading or co-chairing safety and/or employee engagement committees preferred. Excellent communication, organization, and interpersonal skills. Proficient in Excel and skilled at maintaining HR tracking spreadsheets. Familiarity with Paychex and time & attendance systems is a plus. Ability to design internal communication materials (flyers, calendars, special announcements) to support employee engagement. Proven ability to build effective relationships with internal teams and external staffing partners. Capable of working independently while managing multiple priorities in a fast-paced environment. Willingness and ability to travel up to 20% within NY, NJ, and CT. Bilingual in Spanish or Guyanese a plus.

This position partners with the plant leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. This role will oversee the training and development of the production personnel as well as employee relations. Responsibilities Monitor and report out on key indicators; develop action plans to correct unfavorable metrics and report out on progress during management review meetings. Responsible for the planning and coordination of contract labor services such as: managing staffing needs relating to turnover and absenteeism, execute on labor standard requirements, and initiating temp conversions. Oversees employee disciplinary meetings, terminations, and investigations. Accurately maintain employee records within the HRIS system and employee personnel files. Create communications to employees on various topics such as: policy/procedure changes, benefit information, operational announcements, training opportunities, job openings, plant activities, employee relations, etc. suggestions, and program communications/updates to functional managers and plant leadership. Qualifications Bachelors Degree in Human Resources Management or related field preferred Professional Human Resources (PHR) certification or SHRM CP preferred 5+ years in human resource management, preferably in an automotive manufacturing facility Foster and maintain a team-oriented working environment that allows for individual differences and provides for individual growth. Ability to read and interpret documents such as safety rules, policies and procedure manuals and operating instructions. Advanced level in MS Office Suite (Outlook, Excel, Word, PowerPoint) Excellent communication skills - both written & oral Excellent organizational skills High level of attention to detail, ability to multitask Experience with ATS- Jobvite preferred Knowledge of HRIS functionality - Ceridian background preferred Knowledge of state/federal employment laws Additional Information Targeted Pay Range: $110K-$130K Expectations: Full-Time Onsite Role

ROSEN is looking for a Senior HR Business Partner that will be based in Columbus, Ohio. This position reports directly to the Head of Human Resources, USA and will be a part of the Human Resources team. What role you will play in our team? As a Senior HR Business Partner, you will serve as a strategic advisor and trusted partner to business leaders, aligning HR strategies with organizational goals to drive performance, growth, and culture. You will lead workforce planning, talent management, and organizational effectiveness initiatives, leveraging data and insights to inform decisions. Through strong business acumen, relationship-building, and a proactive approach to change, you will help shape a high-performing, inclusive, and resilient organization. Responsibilities: Business Acumen & Strategic Alignment Deeply understands the business model, industry, and financial drivers. Aligns HR strategies with business objectives and key performance indicators (KPIs). Anticipates workforce needs based on business growth, market trends, and operational goals. Proactive Workforce Planning & Talent Management Develops workforce plans that align with business priorities and future needs. Partners with leaders to identify critical roles and succession plans. Leverages data to drive talent decisions, ensuring the right people are in the right roles at the right time. Driving Organizational Effectiveness & Change Management Leads organizational design efforts to ensure structure supports business strategy. Acts as a trusted advisor during organization changes and transformations. Facilitates change management strategies that drive employee adoption and minimize disruption. Data-Driven Decision-Making Uses HR analytics to provide insights on turnover, engagement, and productivity. Translates people metrics into business impact and actionable recommendations. Implements tools for tracking and improving HR performance and workforce trends. Building Leadership & Culture Coaches business leaders on leadership development, team dynamics, and performance. Champions an inclusive and high-performance culture that aligns with company values. Drives employee engagement and retention strategies through meaningful initiatives. Process Improvement & HR Innovation Identifies opportunities to automate, streamline, and optimize HR processes. Partners with HR CoEs (Centers of Excellence) to implement best practices. Leverages technology (e.g., SAP, SuccessFactors, AI, HR analytics tools) to improve efficiency and employee experience. Risk Mitigation & Compliance Ensures HR policies and practices are legally compliant and aligned with business ethics. Identifies risks related to employee relations, regulatory changes, and HR policies. Proactively addresses workplace issues before they escalate. Trusted Advisor & Relationship Builder Serves as a thought leader and sounding board for business leaders. Balances employee advocacy with business needs. REQUIREMENTS What are we looking for? Bachelor's degree in a related discipline Minimum 8+ years of progressive HR experience including Business Partnering, People/Talent Strategy Development, Workforce Planning, Employee Relations, and Program Execution SHRM designation or equivalent, an asset Qualification or Skills: Technical HR Capabilities Strategic HR and workforce planning Employee relations and conflict resolution Compensation and rewards Succession planning and leadership development Organizational and team effectiveness Risk management HR program design and delivery Behavioral Capabilities Business Acumen: Understand business operations and external environments; apply analytical tools to align HR initiatives with strategic goals Leadership & Organizational Navigation: Lead change, implement HR strategies, and align HR's vision with company culture and direction Integrity: Uphold ethical standards and promote accountability and core company values Relationship Management: Build and maintain effective networks across teams and functions Communication: Deliver clear, impactful messages; actively listen and influence across organizational levels with a strong client focus Collaboration & Consultation: Partner with stakeholders to assess challenges, design solutions, and build support for HR initiatives Critical Thinking: Analyze qualitative and quantitative data to inform decisions and drive business outcomes OUR OFFER In addition to competitive pay, you are also eligible for most of the following benefits from Day One: Medical - 2 PPO plans & 1 High Deductible (HDHP) with a Health Savings Account (HSA) Dental - Covered at 100% for employee & dependents Vision - Covered at 100% for employee & dependents 401K with a 5% matching employer contribution and full vesting from day one Company paid basic Life Insurance, Short Term Disability & Long Term Disability Flexible Spending Accounts Generous Paid Time Off (PTO) Employee Assistance Program Access to Employee Empowerment Groups Maternity & Parental Leave Fertility, adoption and surrogacy benefits 32 hours paid Volunteer Time Off Hybrid working environment for certain positions Annual merit & career advancement increases Leadership growth & professional development opportunities Tuition Reimbursement

The Company: Since 1907, ParkOhio Holdings Corp. (NASDAQ: PKOH) and their subsidiaries have provided the strategic services and products that allow the world's leading manufacturers to streamline their manufacturing processes and focus their core competencies on production of more efficient and high-quality products. ParkOhio is an industrial supply chain logistics and diversified manufacturing business operating approximately 125 manufacturing, distribution and service facilities and employing approximately 7000 people worldwide.Revenues are in excess of $1.6 billion with a customer base consisting of many of the Global 2000 infrastructure and business/personal/household products companies. ParkOhio operates through three reportable segments: Supply Technologies, Engineered Products and Assembly components. For more information: **************** The Engineered Products Group (EPG) is a diverse group of manufacturing businesses designing and manufacturing a broad range of highly engineered products. These products include induction heating and melting systems, tube & pipe threading and bending systems, forge and forming presses, and forged and machined components. The Industrial Engineered Group (IEG) is a sub-segment of the Engineered Products Group that focuses on the induction heating and melting business through global brands like Ajax TOCCO Magnethermic, GH, Lectrotherm, SAET, Pillar. IEG designs and manufactures world-class equipment for the foundry, heat treating, bar & tube (OCTG & API), steel processing, strip heating, forging & forming, and vacuum induction melting industries. The induction business also provides various services, including laboratory process development, preventative maintenance, equipment repair and parts, coil repair facilities, and installation services. Additionally, the IEG group includes pipe bending and threading with global brands like Colinet and PMC. The entire group is made up of more than 30 sites globally and is approximately $325M in annual sales. These companies are in a sub-segment of the Engineered Product Group, one of the three reportable segments of ParkOhio. Objective: The Human Resources Leader is responsible for the effective management of the global human resource strategy and functions including organization design, talent management, recruitment, employee relations, compensation and health, safety and environment. The role manages the global HR team within IEG and is accountable for projects or responsibilities as delegated by the IEG President. The HR Director reports to the IEG President. Scope Oversight of Human Resource efforts for all business operations globally including working through the International HR Manager to support personnel in jurisdictions outside of North America. Interacts and influences all departments, managers, and support and production personnel. Effective management of Functional leader and Facility relationships. External communication includes legal and various suppliers/vendors. Management of the Domestic and International HR resources. Essential Duties and Responsibilities: Designs and implements the Human Resources strategy within the business aligned with the operational and fiscal strategy, including developing and driving tools like performance, talent, succession management, leadership development and organizational design that evolves to support the groups aspirational growth goals. Provides executive level counsel to the President and functional leaders on all Human Resources related matters. Develops, reinforces and interprets company policies and procedures to ensure fair and equitable treatment of employees while maintaining compliance with legislation, corporate policy and the collective agreement. Establishes effective partnerships with management to continuously improve human resources practices, decision processes and programs. Identifies, communicates and serves as a source of knowledge on human resources and organizational trends, issues and best practices across jurisdictions where the company directly employs personnel. Ensures comprehensive management of issues related to legal and procedural compliance, employee relations and performance management. Prepare and participate in the M&A due diligence and integration process. Manages relationship with PKOH and provides information to corporate as required. Provides coaching and guidance for management and staff regarding leadership, performance management, diversity, workplace policies and teamwork. Assists in meeting workforce needs through recruitment, compensation and rewards, communication, employee problem resolution and health and safety. Ensure deliver of a quality performance management process which provides timely coaching, counseling and feedback to managers and employees through direct communication and documentation. Informs business of known or potential hazards and risks, complying with legislative requirements and providing and maintaining proper work procedures, practices, standards and rules. Performs all job functions in a safe manner, abiding by all health and safety guidelines Provide direction to correct unsafe acts or conditions or commend health and safety performance, ensuring all health and safety policies are followed. Maintains strict confidentiality and data integrity. Minimum Knowledge / Prerequisites: 10 + years' experience in a Human Resources leadership role 5 + years' experience in a manufacturing environment BS/BA level Degree in Human Resources or a related field; Graduate studies in Human Resources preferred. SPHR designation a plus. Strong knowledge with legislative requirements concerning health and safety, labor and employment and quality standards. Prior experience with an enterprise level HCM would be an asset. Exceptional interpersonal, communication and relationship building skills. Strong planning, analytical, and problem solving skills. Demonstrated leader in one or more core HR functional areas. Proven ability to follow up and follow through with assignments and tasks with minimal prompting and supervision. Proven ability to manage multiple projects and coordinate ongoing high priority tasks with tight deadlines. Ability to work independently and collaboratively to achieve results. Proficient with MS Office; including Word, Outlook, Excel, PowerPoint, etc. We offer a competitive benefits package which includes medical, dental, vision, life insurance, 401(k) and more. ParkOhio provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

Classification: Exempt Salary Range: $66,300 to $86,300 Reports to: VP of Human Resources The Human Resources Manager will oversee employee relations, union interactions, and workplace compliance, fostering a productive and engaged workforce. This role ensures effective resolution of workplace challenges, alignment with labor regulations, and adherence to organizational goals. The HR Manager will also implement strategies to improve workplace culture, drive engagement, and build strong relationships with employees and union representatives. Essential Functions Employee Relations and Engagement: Resolve employee concerns, grievances, and conflicts efficiently and professionally. Conduct fair and confidential investigations into employee complaints. Develop and implement employee engagement initiatives, including recognition programs and morale-building events. Support management in progressive counseling processes. Collaborate with leadership to address workplace issues and improve employee satisfaction. Union Relations: Serve as the primary liaison between management and union representatives, ensuring effective communication and resolution of issues. Lead contract negotiations, grievance handling, and arbitration processes. Ensure compliance with collective bargaining agreements and provide guidance on union-related matters. Advise leadership on labor laws and best practices in union relations. Facilitate labor-management meetings to address concerns and promote collaboration. Policy Development and Compliance: Ensure HR policies comply with local, state, and federal labor laws. Lead compliance programs, including harassment prevention and diversity initiatives. Regularly update HR policies to reflect changes in laws or organizational needs. Develop and enforce HR policies that support ethical practices and organizational goals. Maintain compliance with documentation and record-keeping standards. Leadership and Team Development: Mentor HR team members and provide leadership guidance. Collaborate with department heads to align HR initiatives with business goals. Support managers with leadership development, coaching, and performance management. Foster a culture of teamwork, communication, and productivity. Training and Development: Deliver training programs focused on compliance, leadership, and technical skills. Partner with managers to identify training needs and career development opportunities. Evaluate training program effectiveness and make improvement recommendations. Promote continuous learning and professional development across the organization. Strategic Workforce Planning: Collaborate with leadership to anticipate workforce needs and develop retention strategies. Lead initiatives to improve employee retention and minimize turnover. Analyze workforce trends and recommend data-driven strategies for recruitment and retention. Partner with senior leadership to develop succession planning frameworks. Recruitment and Talent Acquisition: Oversee full-cycle recruitment, ensuring top talent acquisition and retention. Develop effective sourcing strategies to build a strong candidate pipeline. Collaborate with hiring managers on job requirements, interview processes, and selection criteria. Ensure a positive candidate experience and maintain employer branding. Analyze recruitment metrics and optimize hiring strategies. Ensure compliance with hiring policies, diversity initiatives, and equal employment opportunity regulations. Skills and Qualifications Bachelor's degree in human resources or business administration. Minimum of 5 years of progressive HR experience, including union relations, employee relations, and compliance. Expertise in federal, state, and local labor laws and regulations. Strong leadership, interpersonal, and relationship-building skills. Exceptional conflict resolution, negotiation, and decision-making abilities. Proficient Microsoft Office Suite. Strong analytical and problem-solving skills, with the ability to use data to drive HR strategy. Knowledgeable with ADP Workforce Now (WFN) preferred SHRM or PHR Certification preferred Supervisory Responsibility This position has supervisory responsibilities. Work Environment This job operates in a professional food manufacturing office environment. This role routinely uses standard office equipment. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to sit and stand for long periods of time and reach with hands and arms. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Position Type/Expected Hours of Work This is a full-time position. The hours of work are Monday through Friday from 8:00 AM to 4:30 PM. Travel 0% Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Benefits Flying Food Group LLC offers a comprehensive benefits package that includes: Medical, prescription drug coverage, dental, and vision insurance Life and disability insurance Accident, critical illness, and hospital indemnity plans Flexible spending accounts and employee assistance programs Retirement program (401k) with company match Tuition reimbursement and pet insurance MetLife- Legal Program

About the Company Our client is a well-established and growing leader in the food manufacturing industry, recognized for their commitment to quality, innovation, and their people. With a collaborative culture and strong leadership team, they are seeking an experienced Human Resources Manager to oversee HR operations, drive employee engagement, and ensure compliance across the organization. Benefits & Perks Competitive base salary Comprehensive medical, dental, and vision coverage 401(k) with company match Paid holidays and generous PTO Career growth and leadership development opportunities Stable, team-oriented environment Position Overview The Human Resources Manager will lead day-to-day HR functions for the facility, including benefits administration, payroll oversight, employee relations, and compliance. This individual will serve as a trusted business partner to management, supporting approximately [#] employees across both hourly and salaried roles. The ideal candidate will bring a mix of hands-on HR experience and strategic leadership, with a strong understanding of California labor law and best practices in manufacturing environments. Key Responsibilities Manage all aspects of employee relations, ensuring fair and consistent application of company policies Oversee biweekly payroll processing and maintain accuracy in timekeeping, pay, and deductions Administer benefits programs, including open enrollment, leaves of absence (FMLA, CFRA, Disability), and workers' compensation claims Partner with department leaders to address performance, attendance, and coaching conversations Ensure HR and payroll compliance with state, federal, and industry-specific regulations Conduct new hire orientations, onboarding, and exit interviews Develop and implement HR policies, procedures, and best practices to support company culture and continuous improvement Maintain accurate HRIS records, personnel files, and reporting metrics Manage annual review cycles, compensation adjustments, and training initiatives Support employee engagement, retention, and communication programs across the workforce Qualifications Bachelor's degree in Human Resources, Business Administration, or related field preferred 5+ years of progressive HR experience, ideally within manufacturing, food production, or industrial environments Strong knowledge of Pennsylvania employment law and payroll compliance Hands-on experience managing benefits and payroll systems (ADP, Paycom, or similar) Excellent communication, leadership, and problem-solving skills Bilingual (English/Spanish) preferred but not required

HR & Accounting Manager (Full-time, On-site | Dayton, OH area) My client offers a tight-knit engineering and manufacturing company looking for a self-starter who enjoys variety and takes ownership. This position oversees all day-to-day accounting and human resources functions, from processing payroll and closing the books to managing benefits and maintaining compliance. It's a roll-up-your-sleeves role for someone who wants to be directly involved in both the financial and people side of a growing business. This position is an integral member of the leadership team. Responsibilities : Accounting & Finance Manage daily accounting operations, including accounts payable, receivable, bank reconciliations, and general ledger maintenance. Perform month-end and year-end close processes, prepare journal entries, and reconcile balance sheet accounts. Assist with budgeting, forecasting, and financial reporting. Supervises one employee who performs purchasing, inventory control, and accounts payable functions. Coordinate with the external CPA firm for tax returns and annual review. Utilize an external 401K company to perform year-end nondiscrimination testing and review Form 5500 and other required filings. Review business credit reports to establish credit terms for new customers. Support leadership with cash flow management and cost tracking. Payroll & HR Administration Process payroll using external payroll services and ensure accuracy of deductions, PTO accruals, and reporting. Administer employee benefits, including health, dental, vision, and 401(k) plans. Manage employee onboarding, offboarding, and personnel recordkeeping. Maintain compliance with federal, state, and local employment regulations. Support managers with performance reviews, job descriptions, and policy updates. Foster a positive work environment that values communication, respect, and accountability. Bachelor's degree in Accounting, Finance, or related field; HR certification or coursework preferred. 7+ years of progressive experience in accounting and HR, ideally in a small manufacturing or technical business. Proficiency in QuickBooks or similar accounting software and familiarity with HRIS/payroll systems. Strong understanding of GAAP and employment laws. Exceptional attention to detail, discretion, and time management. Ability to work independently and juggle multiple priorities with calm efficiency. You'll have broad visibility across the business, working closely with leadership in an environment that values trust, craftsmanship, and collaboration. Every day brings something different, and your impact will be felt company-wide.

Plant HR Manager - Saratoga Springs, NY $96,000 to $137,180 plus bonus We're looking for a people-first HR leader with a strong operations mindset to step into a critical Plant Human Resources Manager role at our client's Saratoga Springs manufacturing facility. This is a high-impact opportunity for a dynamic individual who can balance strategic thinking with hands-on HR execution in a fast-paced, team-oriented environment. If you're passionate about creating a safe, compliant, and engaging work environment - and you enjoy solving people puzzles while wearing steel-toed shoes - we want to hear from you. What You'll Do As the Plant HR Manager, you'll serve as the on-site HR lead, supporting both leadership and employees in a 24/7 production environment. Key responsibilities include: Ensuring a safe and secure workplace by leading safety initiatives and compliance programs. Overseeing recruitment, onboarding, employee relations, and labor management (including union interaction if applicable). Championing training, development, and succession planning for plant personnel. Leading performance management, disciplinary processes, and employee engagement efforts. Administering compensation, benefits, and policy interpretation in alignment with corporate standards. Driving compliance with state and federal employment laws, including ADA, EEOC, and OSHA. Supporting or leading collective bargaining, grievance resolution, and positive union relations (if applicable). Being a trusted advisor and cultural ambassador for the plant - with a seat at the table and boots on the ground. What We're Looking For The ideal candidate is an approachable, solutions-oriented HR professional with a firm grasp on compliance, labor relations, and business partnership in a manufacturing setting. Requirements: Bachelor's degree in HR, Business, or related field (or equivalent experience). At least 2+ years of experience in HR roles, preferably within a plant or industrial environment. Experience with employee/labor relations and collective bargaining is a big plus. Strong understanding of HR law, compliance, and safety programs. Proficient with HR systems and comfortable leveraging data for decision-making. A confident communicator who can navigate between the plant floor and the leadership team with ease. Must be able to handle sensitive information with absolute confidentiality. What's in it for You? A high-impact role where your work directly influences plant culture, performance, and employee satisfaction. A chance to grow in a company that values safety, quality, and people. Competitive compensation, benefits, and potential relocation assistance. Work/life balance - with the understanding that sometimes, manufacturing runs on weekends too. A supportive team that's serious about their work, but not afraid to have a little fun along the way.

As the Manager of Talent Acquisition Nurse Recruitment, you will lead strategic and operational efforts to attract, engage, and hire top nursing talent across UHS. By being responsible for overseeing full-cycle nurse recruitment, managing a high-performing recruitment team, and driving initiatives that align with organizational goals and workforce planning strategies, you can help shape the future of our organization. You will collaborate closely with HR Business Partners, Nursing Leadership, Marketing, Strategic Programs, and Nursing Education to ensure a seamless and proactive approach to nursing talent acquisition. As the Manager you can drive the team development, execute innovative sourcing strategies, foster strong partnerships across departments, and ensure the recruitment team is equipped to meet current and future nursing workforce needs. While this role primarily leads the nurse recruitment initiative, you would also be participating in the active recruitment efforts for administrative and leadership roles as needed. This position is primarily on site at our HR location, with a hybrid component, but will have heavy engagement with our Wilson and BGH Hospital locations. #IND1 Primary Department, Division, or Unit: Talent Acquisition, UHS Human Resources Primary Work Shift: Day Regular Scheduled Weekly Hours: 40 Compensation Range: $54.17 - $81.25 per hour, depending on experience ----- Responsibilities: Lead the nurse recruitment team through development, engagement, and performance management; oversee selection, orientation/training, mentoring, and performance review. Establish team workloads and assess performance to ensure timely and effective recruitment outcomes for nursing vacancies. Serve as a subject matter expert for recruiters and leaders on nursing recruitment best practices, policies, systems, and procedures. Support recruiters in implementing sourcing strategies, recruitment campaigns, and candidate engagement practices designed to attract and retain experienced nurses. Partner closely with nursing leaders to forecast workforce needs, identify gaps, and implement proactive recruitment strategies. Collaborate cross-functionally with the Talent Acquisitions Strategic Programs division on graduate nurse recruitment as well as the Talent Acquisition Operations team for contingent workforce relationships to align on workforce planning, ensure smooth transitions from GN pipelines, and support long-term nursing workforce stability. Apply experience with recruitment marketing technologies and analytics to enhance nursing candidate outreach (e.g., social media, digital campaigns, nursing-focused job boards). Develop and maintain strong relationships with clinical leaders, internal peers, and external partners to ensure seamless and professional candidate experience. Facilitate regular business reviews with HR functional partners and deliver updates to nursing leadership. Provide training and coaching to recruitment staff on tools, systems, and sourcing techniques specific to nursing recruitment. Hold a strong understanding of all roles within the nurse recruitment team and provide hands-on support when needed. May assume responsibility for recruiting nursing leadership roles and other key nursing hires. May assume additional responsibilities, as requested. Education/Experience Minimum Required: Bachelor's Degree Five (5) years management experience involving a strong understanding of recruitment functionality Minimum five (5) years nurse recruitment experience Preferred: Master's degree in human resources or related field Healthcare recruiting management experience in a high volume, complex health system Proven experience in the development and implementation of organizational initiatives with an emphasis on people leadership Workday Experience License/Certification: Preferred: Professional in Human Resources (PHR) certification or equivalent ----- Why You'll Love Working at UHS At United Health Services (UHS), we believe every connection-to patients, to purpose, to each other-makes a difference. That's why we're intentional about supporting our team in ways that go beyond the job. Whether through meaningful benefits, personal growth, or fun along the way, we're here to help you thrive in work and life. A Culture of Connection - We support each other like family and create space for every voice to be heard. Engagement Councils, peer recognition, and initiatives like Walk in my Shoes for senior leaders are just a few ways we foster belonging and collaboration. Outside of work, we stay connected through team events like trivia, trunk-or-treat, volunteer days, our staff choir, or seasonal celebrations. Comprehensive Benefits for Life & Family - We offer medical, dental, and vision coverage starting the first of the month after hire for employees working 24+ hours/week. With flexible plan options and coverage tiers, you can choose what fits your life best. Additional perks include discounted childcare through Bright Horizons and voluntary benefits like pet insurance, legal services, and identity theft protection. Well-Being & Financial Security - From day one, PTO starts accruing so you can take time to recharge. We support your long-term wellness with a 403(b) retirement plan and company match, flexible spending accounts, access to financial advisors, and up to $400/year in wellness rewards. When life gets tough, we're here with 24/7 EAP counseling, virtual mental health support, a food pantry, PTO donation program, and professional attire through the Classy Closet. Growth That Moves with You - With access to 100,000+ online courses, leadership programs, tuition reimbursement, clinical ladders, and internal mobility, we help you grow wherever your passion leads. We also continuously review compensation to ensure market competitiveness and internal equity, so you can feel confident your work is valued and rewarded fairly. A Place to Call Home - Located in New York's Southern Tier, UHS offers more than a career-we offer a lifestyle. Enjoy four-season recreation, affordable living, top-rated schools, minor league sports, craft brews, a close-knit community, and more, all within reach of the Finger Lakes, the Catskills, and major Northeast cities. ----- About United Health Services United Health Services (UHS) is a locally owned, not-for-profit healthcare system in New York's Southern Tier comprising four hospitals, long-term care and home care services, and physician practices in Broome and surrounding counties. UHS provides healthcare and medical services for two-thirds of the region's population, produces $1.3 billion a year in total economic impact, and boasts a workforce of more than 6,300 employees and providers. At UHS, our work is guided by our Values of Compassion, Trust, Respect, Teamwork, and Innovation. Whether you provide direct patient care or support behind the scenes, you are part of a shared purpose: to improve the health and well-being of the communities we serve. Every employee plays a meaningful role in fulfilling our mission-we'd love for you to consider joining us! United Health Services is an Equal Opportunity Employer. ----- United Health Services, Inc. and the members of the UHS System neither are affiliated with, sponsored, endorsed nor approved by, nor otherwise associated with, Universal Health Services, Inc. (NYSE: UHS), UHS of Delaware, Inc. nor their affiliates, which can be found at ***************

A leading medical device company is hiring a Talent Acquisition Manager to drive recruiting strategy and execution across the organization. This role offers the opportunity to own full-cycle recruitment, build partnerships with business leaders, and help shape a people-first culture in a mission-driven, award-winning environment. Responsibilities: Lead the full-cycle recruitment process across all departments and position levels. Partner with hiring managers to identify needs, attract top talent, and ensure a seamless hiring experience. Develop and manage relationships with external recruiting partners to support hiring goals. Track and report on recruiting metrics and KPIs to drive continuous improvement. Coach hiring managers on best practices for interviewing and selection. Maintain compliance with all employment laws and internal policies. Champion an exceptional candidate and hiring manager experience throughout the process. Qualifications: 5+ years of full-cycle recruiting experience, ideally in a corporate or agency environment. Proven success managing multiple searches and working directly with business leaders. Bachelor's degree preferred; SHRM-CP or PHR certification a plus. Strong interpersonal, organizational, and problem-solving skills. Passion for recruitment, process improvement, and building strong relationships.

Insight Global's client, a nonprofit organization, is hiring an HR Manager for a full-time, permanent role with a hybrid schedule in Pittsburgh, PA. This organization is deeply committed to providing public health and support to underserved families in the local community, and they're looking for someone who shares that passion. The ideal candidate will bring strong leadership experience in strengthening HR operations - performance management, SOP development, and departmental strategy. In this role, you'd be instrumental in ensuring labor law compliance, leading recruitment and retention initiatives, overseeing staff training, and fostering employee engagement. You'll report directly to the COO and Director of Administration, supervise the HR Training and Development Coordinator, and help shape policy development and performance strategies with a strong focus on equity and inclusion. Core Responsibilities: Recruitment: Develop hiring strategies, manage job postings, source candidates, and collaborate with hiring teams to meet staffing goals. Onboarding: Coordinate new hire setup, payroll documentation, policy reviews, and first-week check-ins. HR Records: Maintain accurate employee files, process payroll updates, and support staff with HR systems. Training & Development: Assess training needs, deliver HR sessions, support evaluations, and assist with employee satisfaction initiatives. Employee Relations: Serve as the HR contact for staff concerns, promote morale, resolve conflicts, investigate complaints, and conduct exit interviews. Special Projects: Provide support to the CEO, COO, and leadership team on ad hoc assignments. Required Skills and Experience: Bachelor's degree in Human Resources or a related business field 5-7 years of progressive HR experience Strong knowledge of personnel records and compliance management Experience working for a nonprofit organization Genuine passion and commitment to supporting underserved communities and families Nice to have Skills and Experience: Master's degree and/or HR certification (e.g., SHRM, PHR) Familiarity with HRIS platforms Compensation and Benefits: $70,000 to $75,000 annually Final compensation will be determined based on relevant experience, education, and skill set. This role offers comprehensive benefits package, which may include: health insurance, life insurance, short-term & long-term disability, paid holidays, sick leave, vacation and personal time, etc.

OUR CLIENT Case Western Reserve University is an independent private research university located in Cleveland, Ohio. CWRU holds membership in the Association of American Universities (AAU), is fully accredited by the Higher Learning Commission and by several nationally recognized professional accrediting associations. The university is set to celebrate its bicentennial in 2026. CWRU is ranked #51 in the 2025 edition of Best Colleges and National Universities by US News and World Report. Nationally, CWRU is ranked 19th in the world for innovation and 13th for translating research into commercial success. With more than $642 million in annual research expenditures (FY 2024), Case Western Reserve University is one of the fastest-growing research universities in the country. CWRU's 267-acre campus is located in the heart of Cleveland's University Circle, a square-mile urban district of cultural, medical, educational, religious, and social service institutions, and is just minutes from Cleveland's downtown. The campus is within walking distance of outstanding destinations such as: Severance Hall, home of the world-famous Cleveland Orchestra; Cleveland Museum of Art, housing one of the nation's finest collections; Cleveland Institute of Music; Cleveland Institute of Art; Western Reserve Historical Society; Cleveland Botanical Garden; and Cleveland Museum of Natural History, among others. CWRU comprises the College of Arts and Sciences and seven schools - the Case School of Engineering, the Frances Payne Bolton School of Nursing, the Jack, Joseph and Morton Mandel School of Applied Social Sciences, the School of Dental Medicine, the School of Law, the School of Medicine, and the Weatherhead School of Management. The university continues to receive extraordinary support from alumni and donors. Two of the past three years have ranked among the best in Case Western Reserve's history for philanthropy, with Fiscal Year 2024 setting an all-time record of nearly $211 million in gifts. Among these successes, fundraising for the Interdisciplinary Science and Engineering Building (ISEB) has been particularly impressive: since launching in July 2022, the university has raised $112.5 million for the 189,000-square-foot facility dedicated exclusively to research and discovery-surpassing the original $80 million goal well before the October 2024 groundbreaking. Scholarship support has also remained a priority; since January 2019, more than $250 million has been raised to provide transformative opportunities for students. In fall 2024, CWRU had an enrollment of more than 6,500 undergraduate students and about 6,000 graduate and professional students. The university boasts a substantial alumni network, with more than 125,000 members located worldwide. The total faculty at CWRU comprises nearly 1,200 full-time Board-appointed faculty members and nearly 3,400 full-time and part-time staff members Please visit their website for more information: ***************** ABOUT THE POSITION Case Western Reserve University stands at an inspiring crossroads poised for ambitious growth and achievement. As the search for the next Vice President, Human Resources and Chief Human Resources Officer (CHRO) commences, the university offers an extraordinary opportunity to join a thriving and prestigious institution strengthened by a dedicated team, exceptional leadership and trustees, and a vibrant community of students and alumni. With a robust financial foundation and momentum toward advancing Academic Excellence, Research Growth, and Community Impact, the university is positioned for continued success and invites you to help shape its future. Reporting to the Executive Vice President and Chief Financial Officer, the Vice President, Human Resources and CHRO is a key executive leadership position that sits on the President's Cabinet providing visionary guidance, management, and strategic direction for all university-wide human resources programs and initiatives. The Vice President and CHRO formulates and implements future-oriented HR strategies that address business challenges, foster organizational growth, and drive long-term institutional success. The role encompasses executive oversight of critical HR functions, including Immigration & Visa Administration, Benefits Administration, Workforce Planning, Employment, Employee Relations, Professional Development, Wellness, Compensation, Human Capital Management (HCM), and Records Management. With six direct reports, the Vice President and CHRO serves as a strategic advisor, promoting best practices across the HR landscape and collaborating closely with university leaders to achieve organizational goals. ESSENTIAL FUNCTIONS Strategic HR Leadership Immigration & Visa Administration Benefits Administration Workforce Planning Employment Employee Relations Professional Development Wellness Compensation Human Capital Management (HCM) & Records Organizational Change and HR Projects CONTACTS Department: Frequent contact with Human Resources leadership staff for collaboration and consultation. University: Ongoing collaboration with senior and unit leaders across campus. Frequent contact with President's Cabinet, Faculty Senate and Staff Advisory Council. External: Contact with peer institutions, agencies, legal counsel, immigration specialists, and other organizations when researching, soliciting, or providing data. Regular interaction with external applicants and recruiting networks. Students: Little or no direct student interaction. QUALIFICATIONS Experience: Minimum 10 years of progressive Human Resources leadership; experience in higher education preferred. Demonstrated experience in a shared governance model or working effectively with faculty and staff councils. A history of successfully leading or negotiating collective bargaining agreements is highly desirable. Education: Master's degree required in related field. REQUIRED SKILLS Demonstrated success in leading large-scale strategic HR projects and initiatives, with expertise in benefits design, workforce planning, employment law, employee relations, and compensation strategy. Advanced knowledge of immigration and visa management, federal compliance, risk mitigation, and complex budget oversight. Experienced in setting organizational goals and guiding teams to align with broader missions. Skilled negotiator and communicator with a talent for building collaborative relationships throughout the university. Proficient in HCM systems, Microsoft Office, and risk management best practices, with strong financial acumen. Committed to professional development, wellness initiatives, and consistently supporting and advocating for all employees. COMPENSATION AND BENEFITS Competitive base salary range of $290,000 to $385,000. Employees receive more than just a paycheck. University employees enjoy a comprehensive benefits package that includes excellent healthcare, retirement plans, tuition assistance, paid time off, and a winter recess. If you are an exceptional leader with the qualifications, attributes, drive and determination required to be extraordinary, we are very interested in speaking with you. Please submit your interest including resume and letter of interest in confidence to: Linda Gray | SVP Executive Search Non-Profit | ************************** Stacy Urbanic | Sr. Consultant Executive Search | *****************************

WME is a leading entertainment agency representing the world's greatest athletes, artists and content creators across books, digital media, film, food, music, television and theater. Named one of Fast Company's Most Innovative Companies, WME is a global entertainment, sports and content company. Talent Ventures is a vertical within WME that sits at the intersection of our talent ecosystem working in close collaboration with our agency counterparts to source, evaluate, negotiate, structure and opportunistically invest behind non-traditional partnership/endorsement opportunities - including (i) equity partnerships and (ii) new business incubation - on behalf of entrepreneurial clients. We are seeking a candidate with an understanding of the CPG/consumer world (food & beverage, spirits, beauty, health & wellness, apparel, consumer tech, etc.) and with a background in financial services, investing and/or operational experience to join our team. You will be responsible for screening and evaluating opportunities, helping scale our outreach efforts (with brands/buy-side firms/operators), and participating in client discussions/signing meetings. You should be an enthusiastic, strategic and analytical thinker with a passion for talent, entertainment and consumer venture deals. Responsibilities Develop and cultivate relationships with earlier-stage brands (primarily Seed through Series B), top-tier operators, and relevant VC/PE firms as part of our sourcing efforts Source and screen non-traditional partnership opportunities on behalf of/alongside agents and key clients Communicate with existing clients to understand their priorities and interests, and share relevant deal flow (and deal updates) accordingly Evaluate offers, including but not limited to (i) category dynamics/trends (ii) brand and product proposition and (iii) economic potential to talent - and presenting findings to agents, management and clients Lead negotiation of offers and manage all stakeholders within a deal process, including counterparty/brand executives, agents, talent, lawyers and managers Support legal counsel in the review of partnership agreements (inclusive of equity documents) and structuring/negotiating of key terms Participate in client signing meetings and present non-traditional partnership targets to prospective clients Minimum Qualifications 4+ years of experience in one or more of the following: Financial services (e.g., investment banking, venture capital, growth equity, private equity) - ideally with a focus in CPG and/or consumer tech Corporate or start-up CPG (e.g., corporate development, strategy, operations) Talent brand-building roles similar to this one Comfortable engaging with clients, agents, C-level executives and senior leadership

🌟 We're Hiring: Director of Human Resources 🌟 📍 Plainview, NY | 🏢 Onsite 💵 Compensation & Perks $150K - $175K + bonus. Mileage reimbursement + benefits. Join a values-driven culture focused on continuous improvement. 🚀Job Description: We're seeking a visionary HR Director to transform and elevate the people strategy across multiple retail locations and 1,500+ employees. This is your chance to build structure, drive culture, and shape the future of HR in a dynamic, unionized environment. ✨ What You'll Do Lead HR operations, SOPs, and best practices. Partner with union leadership on labor relations and contracts. Drive recruiting, onboarding, and retention. Oversee payroll, benefits, compliance, and employee wellness. Mentor and grow leaders at every level. 💡 What We're Looking For 5-10 years of HR leadership experience. Background in unionized environments. Strong recruiting, payroll, and benefits expertise. Proven success building HR teams and processes. Proactive, growth mindset with strong leadership skills. 🚀 Ready to take the lead and make an impact? Apply today!

Client: Major New York Contractor In Office 5 days a week Key Responsibilities: Human Resources Management Oversee the recruitment and onboarding processes to attract and retain top talent, working collaboratively with department heads and Business Development teams. Develop and implement HR policies from scratch, procedures, and best practices to ensure compliance and promote a positive employee experience. Manage benefits programs, including health insurance, retirement plans, and wellness initiatives, ensuring competitive offerings and cost-effectiveness. Serve as a strategic business partner to leadership, providing HR expertise to align with organizational goals. Oversee performance management processes to foster continuous feedback, growth, and development. Learning & Development Design and deliver tailored training programs for various roles, including project managers, estimators, and field personnel. Collaborate with department leaders to identify skill gaps and create customized learning solutions. Implement a robust performance management system to support employee growth and development. Employee Engagement & Culture Foster a positive, inclusive, and engaging workplace culture through employee recognition programs, team-building activities, and wellness initiatives. Promote holistic employee well-being by offering resources and support for physical, mental, and emotional health. Compliance & Data Analysis Ensure compliance with all relevant employment laws and regulations. Analyze HR and benefits data to monitor program effectiveness and provide recommendations for improvements. Vendor & Benefits Administration Manage relationships with benefits providers, negotiate contracts, and evaluate service quality. Communicate benefits offerings and updates effectively to employees. Education: Bachelor's degree in human resources, Business Administration, or a related field. SHRM, HRCI, or CEBS certifications are a plus. Experience: 15+ years of progressive HR experience, preferably in construction or a related industry but not a prerequisite. Demonstrated experience in developing and implementing learning and development programs. Strong benefits administration experience, including compliance knowledge. Skills: Excellent communication and interpersonal skills, with the ability to interact effectively across all levels of the organization. Proficient in HR systems, data analysis, and Microsoft Office Suite. Strong knowledge of employment laws, regulations, and HR best practices.

The Talent Acquisition Manager leads and executes full-cycle recruitment and talent strategy efforts across the company. This role is responsible for sourcing, attracting, and selecting top talent, managing the candidate experience, and developing employer branding initiatives that position the company as a destination employer. The Talent Acquisition Partner collaborates closely with business leaders, hiring managers, and the People & Culture team to align staffing needs with business objectives. Additionally, this position oversees internship and early-career recruiting efforts, bridging student and entry-level pipelines into long-term talent pathways within the organization. ESSENTIAL DUTIES/RESPONSIBILITIES: Talent Acquisition Strategy Partner with Leadership to develop, refine, and implement a comprehensive talent acquisition strategy that supports company goals and growth initiatives. Leverage employment branding to align with company values and culture through digital, social media, and marketing campaigns. Collaborate with Leadership to create brochures, videos, online resources, and other collateral to promote employment experience. Stay informed on industry trends, compensation benchmarks, and innovative recruiting practices. Build and maintain strong relationships with trade schools, BOCES programs, and industry training organizations to create a sustainable pipeline of superintendent and field talent through regular outreach, site visits, and speaking engagements. Recruitment & Selection Manage the full recruitment life cycle - from sourcing to onboarding - ensuring an efficient, inclusive, and engaging candidate experience. Source and attract high-quality candidates through job boards, social media, referrals, and professional networks. Serve as the primary contact for recruitment agencies and applicants, maintaining professional communication at all stages. Conduct resume reviews, phone screens, and in-person or virtual interviews. Coordinate interview scheduling and collaborate with hiring teams to ensure timely decision-making. Provide training and coaching to hiring managers on structured interviewing, diversity recruiting, and candidate evaluation best practices. Support hiring managers in extending offers, negotiating terms, and ensuring smooth pre-employment onboarding. Internship & Early Career Programs Partner with Leadership to design and execute an engaging internship program. Lead on-campus and university recruiting, including attending career fairs and coordinating student engagement events. Develop relationships with university career services, faculty, and professional organizations to build early talent pipelines. Manage internship conversion strategy to full-time employment in partnership with business unit leaders. Candidate Experience & Communication Ensure all candidate interactions reflect the company's values and deliver a best-in-class experience. Communicate consistently with candidates regarding application status, feedback, and onboarding steps. Manage recruitment documentation including job postings, offer letters, and candidate feedback forms. Maintain compliance with company hiring policies, data privacy laws, and equal opportunity standards. Systems, Reporting & Compliance Manage and optimize the Applicant Tracking System (BirdDog HR) ensuring data integrity and effective reporting. Create and maintain job descriptions and postings in collaboration with HR Leadership. Maintain organized and compliant recruiting records, ensuring adherence to OFCCP and Affirmative Action standards. Develop process documentation and training materials for hiring managers. Monitor and analyze recruiting metrics and market data to inform decision-making. Miscellaneous Accountable for understanding and abiding by role, department and company expectations pertaining to policies, procedures and all other applicable requirements. Accountable for upholding confidentiality of all employee matters. Responsible for overseeing the performance of assigned direct reports to ensure they are following all proper role and company processes, procedures and expectations; Human Resource Coordinators. Responsible for travel as business dictates and ability to accommodate a flexible schedule to meet workload needs. Informed of our organized labor relations management as necessary. Responsible for performing other responsibilities/duties as assigned. QUALIFICATIONS: Education/ Experience: Bachelors' Degree from an accredited institution in related field; and/or minimum of 5 years' equivalent experience; or equivalent combination of educations and experience, required. Involvement of all facets of labor relations, personnel and safety to include state and federal regulations, required. Knowledge: Strong understanding of applicant tracking systems, employment law, and recruitment metrics. Demonstrated success in employer branding and social media recruiting. Excellent interpersonal, communication, and relationship management skills. Proven ability to work independently while collaborating across teams. Proficient with Microsoft Office applications required.